Salary Negotiation Tactics

You don’t get what you deserve. You get what you negotiate. And staying silent can cost you up to $1.5 million over your career. Having coached 100s of executives to land $200k - $500k jobs they love, I've learned: Most people don’t get underpaid because they lack experience. They get underpaid because they use the wrong words. One weak phrase can cost you $50k+ instantly. And that compounds over time. ❌ Lower raises. ❌ Smaller bonuses. ❌ Less equity. Your negotiation language sets the baseline for everything that follows. If you catch yourself saying things like "I'm flexible on compensation," stop right there. Here are 3 powerful phrase swaps that changed the game for my clients: ❌ Never: "I just really need this job."  ✅ Instead: "I'm excited about the opportunity and would like to ensure the compensation aligns with the value I bring." ❌ Never: "I'm currently making X at my job."  ✅ Instead: "Based on my research of similar roles, I'm seeing a range of X to Y. How does that align with your budget?" ❌ Never: "I'd be willing to take less to get started."  ✅ Instead: "I'm very interested in this position and would like to work together to finalize the compensation." See the difference? You're not being difficult. You're being specific. You're not demanding more. You're defining your worth. Because every weak phrase you use doesn't just cost you now. It compounds for decades. And a few powerful words today can change your entire trajectory. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this. ($1.5M stat source: Forbes & Business Insider)

"I am about to get tapped for a promotion. The job I'm being asked to do will require significantly more hours, time on the road, and mental strain than the position I'm in now. My company has an internal promotion salary cap at 10%. I already feel underpaid. A 10% increase isn't going to feel worth it to me. I am really torn because the opportunity is a great way to expand my leadership experience and make a significant impact on the business. Still, I want to ensure my time is valued. What should I do?" Dear Job Seeker: Oh the old internal candidate arbitrary salary limit: 𝗣𝗮𝘆 𝘁𝗵𝗲𝗺 𝗹𝗲𝘀𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗰𝘁 𝗺𝗼𝗿𝗲. Here's your playbook: 1. Figure out what is at stake. - What is the worst that can happen? If you turn down the opportunity, can you stay in your current role? What relationships are at play? 2. Benchmark salaries HR needs data. In order to build a case for expanding the salary, present numbers. How do you find salary data? California, Colorado, Connecticut*, Hawaii, Illinois, Maryland*, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington require companies (some dependent on size) to include salary information in posted job descriptions. Search LinkedIn or Google jobs for job titles at companies with similar headcount/revenue and review salary insights. Most HR professionals consider PayScale to be the most accurate free salary transparency website. However, it primarily provides industry averages rather than insights specific to individual organizations. Personally, I find that insights directly from job descriptions are more valuable. 3. Present your leadership with a counteroffer. The presence of a negotiation often allows for easier passage over some structural barriers. The best time to negotiate your salary is when you're in demand. Negotiate before accepting the new offer. Armed with data, present your case for why the role should be paid at a higher rate. Remember-- they will pay more if they have to hire an external candidate. If they say no-- push for a timeline. Ask if they will consider a date for a mid-cycle review or put a bonus structure plan in place for the position. If you do not ask, you will not receive. 4. If they still say no.... you have a decision to make. ┿ Take the job and know you're underpaid. ┿ Decline the opportunity and stay in your current role. ┿ Take the job and start job searching right away. Leverage the new title in your job search efforts. 𝗕𝗲 𝗺𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗿𝗮𝗱𝗲𝗼𝗳𝗳 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝘁𝗶𝗺𝗲 𝗮𝗻𝗱 𝗺𝗼𝗻𝗲𝘆 Remember, your time is valuable. When you work more hours, that time is subtracted from other areas, potentially leaving you with less time for family, hobbies, or unpaid activities. Career coaches, HR leaders, and professionals: What advice do you have for this candidate who is navigating an internal promotion? #internalpromotion #salarynegotiation

7 Simple Scripts To Ask For A Higher Salary (Without Sounding Pushy): 1. The Market Data Play "Based on my research, similar roles in this industry and location typically pay [$X-$Y]. Given my experience and contributions, is there room to align my salary more closely with market rates?" When To Use It: Leverage this when the salary range or offer comes in below the market rate that you researched ahead of time. Using data makes your argument more objective! 2. The Value-Driven Ask "In the past [X months/years], I’ve [list key achievements] which has led to [measurable outcomes]. I’d love to discuss how my compensation can reflect the value I bring to the team that’s exceeded the expectations for my role." When To Use It: Use this when you’re negotiating for a raise. When you illustrate the exact value you’ve driven beyond expectations, it makes your argument much harder to object to. 3. Flipping The Script "I’m glad you brought up salary. Would you be willing to share the range that you all have budgeted for this role?" When To Use It: If an employer asks you to share your salary expectations during the interview process. This pushes the question back on them and you’ll be surprised at how often they’re willing to share a range with you! 4. The Current Consideration Approach "My #1 priority is making sure the next role I choose is a great fit. With that said, I’m currently being considered for roles in the range of [$X - $Y]." When To Use It: Early in the interview process if the employer pushes you to share a specific range before moving you forward in the process. This emphasizes fit over salary and also positions your ask as a market rate vs. just “what you want.” 5. The Future-Focused Script "I see myself growing with the company and taking on [X responsibilities]. What would it take for my compensation to reflect that level of contribution?" When To Use It: In a 1:1 with your manager a few months ahead of your review cycle. This question paves the way for a specific set of goals and expectations that align with the promotion you’re alluding to. 6. The Alternative Options Strategy "I understand there’s no more room to move on base salary. Would it be possible to explore other options such as a performance-based bonus, equity, or something similar?" When To Use It: In a conversation where the company has said they’re not able to budget on a specific item. When you offer alternatives, you give yourself a chance to increase the value of the offer. 7. The “Closed Door” Ultimatum "I’m incredibly grateful for this offer and I’m honored and excited about the opportunity to work with this team. However, the compensation package is currently below market rate for my skills and experience. I’d love to find a way to make this work, but if this is the final offer I’ll have to politely decline." When To Use It: When you’ve tried to negotiate but the other side isn’t willing to move and the offer is still well below your expectations.

The moment you say, “I want to make $140,000–$180,000," during an interview, you lose the leverage immediately. Saying this from my experience as a recruiter. It sounds more like a wish than a confident ask. Like you hope someone will give it to you, but you're not sure you’re worth it yet. Here’s what works better: “I’m currently interviewing for roles in the $140,000–$180,000 range.” It may sound like a small change, but it is powerful. That one line signals three things to a hiring manager: 1. You know your market value. 2. Others are willing to pay it. 3. You’re not desperate, you’re in demand. The moment I started positioning myself this way, things changed. I stopped getting lowball offers. I got calls for leadership roles. And for the first time, I felt like I was being paid for the value I brought, not the salary I was hoping for. Negotiation isn’t just about asking for more. It’s about framing your value with confidence. So if you’ve ever walked away from an offer, wondering if you could’ve gotten more, You probably could have. Next time, shift the positioning. And watch how quickly the conversation shifts with it. P.S. Follow me if you're a job seeker in the U.S. I share real strategies around job search, interviews, and salary negotiation, because you deserve to win on your own terms.

If you accept the first salary offer, you just left money on the table. Most people do this. They get an offer, and instead of pushing back some… they just take it. That’s exactly what one of my students almost did, until I showed them how to negotiate like they should. Here’s what happened: They were working as a Systems Engineer and landed an offer for $10K more than their current salary. Not bad, right? But then they did some research. The market rate for their role was actually $10K-$20K HIGHER than what they were offered. So they came to me and said, “Broadus, I know I deserve more, but how do I ask for it?” This is what I told them: You don’t just ask for more money. You PROVE why you’re worth it. Here’s the exact script I gave them: 👉🏾 Hey [Recruiter’s Name], based on my research and experience, I’d love to revisit the salary discussion. Here are four key reasons why: 1️⃣ I’ve been in an engineering role for over a year and a half, gaining the necessary experience. 2️⃣ During interviews, hiring managers told me I exceeded expectations. 3️⃣ As an internal hire, I understand the company’s process, reducing ramp-up time. 4️⃣ I already have 70-80% of the required skills for this position. Based on industry data, this role in my location typically pays between $X and $Y. 👉🏾 What are the chances we can meet at [$X] instead? And guess what? The recruiter came back with a $10K increase. Here’s why this works: 👉🏾 It’s a logical, value-based argument, not an emotional plea. 👉🏾 It provides specific proof, you’re showing, not just telling. 👉🏾 It uses market data, you’re backing your ask with facts. 👉🏾 It’s a COLLABORATION, not a demand, the phrase “What are the chances?” makes it a discussion. If you’re about to negotiate your salary, do these three things: ✅ Research your salary range (Glassdoor, Levels.fyi, LinkedIn Salary Insights). ✅ List out your key value points, what makes you the best choice? ✅ Use this script and ask with confidence. The first offer? It’s NEVER their best offer. Negotiate. Ask. Demand your worth. If you want more real-world strategies to land high-paying cloud roles, drop a "Script" in the comments, and I will send you a script you can use on your negotiations!

Another day, another conversation with an underpaid woman who wants advice about negotiating her salary. Each conversation is different, but there are two recommendations I always emphasize. First, you are a detective, not a magician. Approach the conversation with curiosity to understand how the other person sees the situation. At the end of the day, you can't make a person pay you more if they don't want to. What you CAN do is figure out WHY they are resisting and see if you can remove the barrier. For example, if you get clues that the person doesn't think your performance warrants more money, you can work to change that perception - perhaps by talking about your wins more broadly or asking others to do that for you. If you sense that the person thinks you're already paid at market, then you might need internal or external market data (perhaps from a competitor). Second, if the conversation ends with a "no" or "let me look into it," you should ask one or both of these questions before you leave the meeting: 1. What would it take for this no to become a yes? This forces the person to verbalize the barriers, and gives you information you can use to get a different answer in the future. 2. When should I follow up with you about this? You want the next move to be in your control. You don't want to sit around for six months wondering if the person is actually looking into your situation, waking up each day hoping that today is the day they get back to you. The waiting will feel much better if you know that you have permission to reach out again at a certain date. If you needed this advice today, I'm sorry. But I am here cheering you on, reminding you that you are worth more. And no matter what happens in the conversation, you will be glad you had it. You got this! #bestadvice #careers #money

I left $47,000 on the table because I didn't know this one rule about CRO compensation packages. The worst part? The recruiter knew I didn't know. And she let me lowball myself anyway. THE RULE THAT COST ME A YEAR'S SALARY: CROs don't just pay base salaries. They have "total compensation targets" that include: • Sign-on bonuses (negotiable) • Annual bonuses (negotiable) • Remote work stipends (negotiable) • Professional development budgets (negotiable) I only negotiated the base. Left everything else at their "standard" offer. HERE IS THE EXPENSIVE LESSON: My offer: $78K base + 10% bonus = $85,800 What I could have gotten: $78K base + $10K sign-on + 20% bonus + $5K development = $100,600 That $47K difference over 3 years? Gone. Because I didn't know to ask. HERE IS WHAT THE RECRUITER SAID LATER: Met her at a conference two years later. After a few drinks, she admitted: "We had approval for $95K total comp. You asked for $78K. My job was to close you, not coach you." That honesty hurt. But it taught me everything. THE NEGOTIATION SCRIPT THAT CHANGES EVERYTHING: Stop saying: "I'm looking for $X salary" Start saying: "I'm looking for $X in total compensation" Then break it down: • Base salary • Sign-on bonus (to offset lost bonuses at current job) • Target bonus percentage • Professional development budget • Remote work allowance Watch their "standard package" suddenly become flexible. THE NUMBERS THAT MATTER: Industry standards most don't know: • CRA sign-on bonuses: $5K-$15K (standard) • Annual bonuses: 15-25% (negotiable from 10%) • Development budgets: $2K-$5K (rarely offered unless asked) • Remote stipends: $1K-$3K annually That's $8K-$23K beyond base salary. Per year. THE UNCOMFORTABLE TRUTH: CROs budget for your full compensation. If you don't claim it, they keep it. That budget line item allocated for your role? It doesn't disappear when you accept less. It becomes their profit margin. Your humility literally funds their quarterly bonuses. WHAT TO DO NEXT TIME: 1. Ask for the full compensation range, not just base 2. Get everything in writing before negotiating 3. Counter on every component, not just salary 4. Use other offers to justify higher packages 5. Remember: If they made an offer, they want you The power dynamic shifts the moment they extend an offer. Use it. THE REAL COST OF NOT KNOWING: That $47K I left on the table? • Could've paid off student loans • Could've been house down payment • Could've funded retirement for 5 years Instead, it funded someone else's bonus. For doing nothing except letting me undervalue myself. Don't be me from 5 years ago. Know your worth. Then add tax. What compensation component did you not know to negotiate? #ClinicalResearch #SalaryNegotiation #KnowYourWorth #CROLife

The Critical Shift in Positioning That Separates Average From Premium Compensation   Throughout my career placing professionals across compensation bands, I've observed a consistent pattern in how candidates position themselves - and how that positioning directly impacts their earning potential.   The fundamental distinction is this: candidates who command premium compensation aren't necessarily more skilled, but they articulate their value differently.   While most professionals focus on capabilities and responsibilities, top earners emphasize: • Quantifiable Business Impact: Specific metrics demonstrating how their work affected key performance indicators • Solution Orientation: Framing their experience around business problems solved rather than functions performed • Strategic Alignment: Connecting their contributions directly to the hiring organization's priorities and challenges • Investment Positioning: Presenting their compensation as an ROI consideration rather than a cost center   This shift from skill-centric to results-centric positioning isn't merely semantic - it fundamentally changes how hiring managers perceive your value and determines whether you're slotted into standard or premium compensation bands.   For professionals seeking to elevate their earning potential, the initial adjustment must occur not in negotiation tactics but in how they conceptualize and communicate their professional value.   What strategies have you found effective in positioning yourself for premium compensation?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #compensationstrategies #executivecompensation #valueproposition #careerstrategist

“What are your salary expectations?” The wrong answer can literally cost you thousands. Here’s the 5-step script I teach my students that has helped them land $100K+ offers: 1. Research your market value Before the interview, know your numbers. Use tools like: • Payscale • Glassdoor • Levels.fyi (especially for tech roles) Look up salary data based on your role, location, industry, and years of experience. This helps you speak from facts, not guesswork. __ 2. Give a salary range (not a single number) Avoid boxing yourself in with a specific number. Instead, say something like: “Based on what I found, the typical range for this role is $X–$Y.” Your ideal minimum should be the low end of the range, so you leave room to negotiate up. __ 3. Follow up with your value Immediately after sharing your range, explain why you’re worth it: “Given I have [X years] of experience in [industry or skill], plus [certifications or unique skills], I believe I’m at the higher end of that range.” This turns the question into a chance to pitch yourself. __ 4. Flip the question (in a polite, confident way) You don’t have to go first. One of my favorite salary tips comes from my friend, Jim Hopkinson: “This role seems to vary based on experience. May I ask, “what budget have you set aside for the position?” This lets you gauge their range first, especially useful if you’re unsure. You can even start with this, then decide whether to share your range based on their response. __ 5. Don’t ask your numbers, state them. You can say all the right words, but if you sound nervous, it’ll fall flat. Prepare to state your number, not ask it. Say, “The range I’m look for is ___.” Don’t ask, “The range I’m looking for is___?” Rehearse this out loud. Practice with a friend. Record yourself. Confidence isn’t just what you say, it's how you say it.

You're not underpaid because you work hard - you’re underpaid because you’re playing the wrong game! Working twice as hard as everyone else but watching peers secure bigger raises? That was me for 7 years in corporate leadership. Here's what changed everything: • Competence doesn't equal compensation. I stopped presenting accomplishments as "team wins" and started quantifying MY specific impact ($2.3M in new revenue). • Stopped asking "Can I have a raise?" Started saying "Here's why my market value is X." • Traded vague aspirations ("I want to grow") for concrete objectives ("I'm targeting VP by Q4"). • Realized my male counterparts weren't working harder—they were simply NAMING their value without apology. --- 12 years ago, after leading my division to its best quarter ever, I was offered a 5% raise. Instead of gratefully accepting, I calmly presented market data showing my contribution was worth 22% more. They matched it within 48 hours. The real negotiation happens before you ever enter the room. Are you still playing by rules designed to keep you underpaid? PS: The most uncomfortable conversations create the most comfortable lives. Your worth isn't determined by your workload—it's determined by your willingness to name it.